Views

Drug and alcohol abuse in the workplace is responsible for 65% of on-the-job accidents.

Even before demand for mental health services ratcheted up during the pandemic, it was often difficult for employees to access the care they needed.

The majority of employees surveyed would be more likely to stay at a company that offered high-quality vision benefits.

Voluntary benefits are playing a more critical role in helping employees achieve health and financial security.

These full-service EAPs go well beyond counseling. They understand the corporate culture, coach managers on mental health issues, provide training, and respond to crises.

Directed network and purchasing choice solutions will provide employees with a great network, pricing that is upfront and transparent, and lower costs for going to higher quality providers.

Defining alignment and value are key for employers to improve their health and care experience.

Benefits brokers and their employer clients need a versatile approach to engaging this multi-generational workforce with their healthcare benefits.

In order for organizations to be successful in tapping into this segment of the population, benefit managers, brokers and advisers must take part. They must not only appear to be inclusive, they must actually be inclusive.

Offering flexible work schedules or discounted child care options goes a long way with working parents, but family-focused benefits take that commitment a step further.